Values Inventory

Results from the Values Inventory can help predict a candidate’s future engagement and tenure.

20questions

Candidates rank 20 key workfactors based on their importance.

Time

The Values Inventory is not timed and will take candidates approximately 10 minutes to complete.

How valuable are work-related values?

The ideal candidate isn’t just someone who will excel in their position; you want someone who will provide a long-term solution for your organisation.

Finding the perfect fit

Staff turnover is a logistical pain point experienced throughout the business world.

How can hiring managers build a team of people who are keen to play the long game? And how can HR professionals predict if a promising candidate is likely to become a committed and loyal employee? That’s where Revelian comes in.

Our Values Inventory (available to Enterprise customers only) provides you with invaluable insight into what aspects of their work environment candidates value the most. When you compare this with your organisation’s values, you can quickly determine who will be a great (and potentially long-lasting) fit for your team.

Improve engagement and satisfaction

Help predict whether a candidate is likely to stick around

Hiring candidates whose values align with those of your organisation can improve productivity, increase employee retention and reduce voluntary turnover. And that’s only the beginning. Beyond staying with your organisation for longer and committing more to their work, an employee with the same values as your existing team is also more likely to:

be supportive of your business objectives

speak positively about your company, both internally and externally

proactively assist other colleagues with tasks

perform voluntary activities, such as organising office parties and doing their part to keep the workplace clean.

Identify candidates who are more likely to be committed and satisfied at work

The Revelian Values Inventory is designed to compare the candidate’s work-related values with the organisation’s values. The first step is to complete an audit of your organisation’s values, or have a supervisor complete the profile. Next, the candidate completes the assessment by ranking a set of 20 values in order of most important to least important.

We then calculate the degree of match between each candidate’s values and the organisation’s values. Candidates with higher levels of match or congruence are more likely to be committed to the organisation.

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Employees who scored ‘Above Average’ on the RVI received 17% higher performance ratings, were employed 31% longer and were five times more likely to be promoted.